How effective are your background checks?

Running background checks on job candidates has become as common as calling references. In an informal poll of about 75 HR executives, we found that 93 percent run background checks on their hourly job applicants.

All background checks aren’t created equal, however. There’s no unified database that includes every criminal record. So a background screen that looks at federal court records may miss an applicant’s petty theft conviction in county court. And should you check an applicant’s education credentials? What about confirming their past employers?

To determine the level of screening you need, you should consider two things: the industry you’re in and the risk associated with a particular hourly position. You also need to know the top five lies job candidates tell – and how you can set the record straight with background screening.

Turning high turnover into profit

What would happen if 50 percent of your clientele regretted buying your product? What if 46 percent of your customers decided they were never coming back to your store?

No doubt you’d be horrified and start looking for ways to improve. But what if it were your employees who felt that way? More than 50 percent of both new hires (hourly and salaried) and hiring managers regret their decision to accept/offer the job. And 46 percent of new hires will leave within a year of being hired. (ERE.net)

Turnover rates are only going to increase as the economy rebounds.  Studies show that as many as two-thirds of hourly and salaried employees intend to leave their current jobs as soon as the job market improves.

As scary that might sound, it’s not all bad. This could be a golden opportunity for your company. Learn how high turnover rates could end up making you money in the long run.